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Introduction
Anyone who is familiar with the major organizations in their area probably has observed
firsthand how dramatically the business environment has changed in recent years. These changes
have had a significant impact on organizational efforts to be successful. In practically every
instance organizations have tried to more clearly identify and then focus on factors that impact
their success. One factor that seems to be receiving more attention than any other is the people
who work for organizations. What organizations are realizing is that their likelihood of sustained
success is most dependent on learning to get the maximum out of their employees. Such a
realization has had a significant impact on the practice of human resources management (HRM).
What’s more, business forecasters predict that the role of employees, managers, and HRM
personnel are likely to see more changes in the decades ahead. Thus, individuals entering the
business environment today (and tomorrow) require both an understanding of the importance of
human resources and effective HRM to organizational success.
As we move into the twenty-first century, it’s becoming absolutely clear that the effective
management of an organization’s human resources is a major source of competitive advantage
and may even be the single most important determinant of an organization’s performance over
the long term.
Organizations have started to realize that their success is dependent on their ability to
attract, develop, and retain talented employees. The long-term, sustained success of an
organization in today’s changing and challenging business environment involves top
management’s commitment to designing and implementing HRM programs geared to developing
both high-performing employees and organizations. This means that top management anticipates
the future need for employees and develops specific plans to obtain, develop, and retain the type
of employees who meet the needs of a high-performing organization. Only by anticipating and
working toward the development and retention of the right type of employees can any
organization expect to be successful in a global, dynamic, and continuously changing competitive
environment.
HRM – Human Resource Management What makes one organization successful whereas another fails to make use of the same
opportunities? For our purposes, the key to continued survival and organizational success lies not
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in the rational, quantitative approaches, but increasingly in a commitment to things like people,
employee involvement, and commitment. Success for the organizations of today and tomorrow is
being increasingly seen as dependent on effective HRM. Effective HRM positively affects
performance in organizations, both large and small.
Human resources management is the term increasingly used to refer to the philosophy,
policies, procedures, and practices related to the management of an organization’s employees.
Human resources management is particularly concerned with all the activities that contribute to
successfully attracting, developing, motivating, and maintaining a high-performing workforce
that results in organizational success.
INFORMATION TECHNOLOGY IN HR
What is the utility of the Internet and more specifically the Intranet for the field of
Human Resource development? This is the question, which is investigated and explored in this
article. A few suggestions are provided, keeping in mind the Indian context.
It’s just another day on the Internet. Inside the offices of ABC company, a mid size
Indian organization. Its HR manager is surfing his way around the world, and he’s now looking
for the next great wave. Sitting in front of his computer, he is browsing the Internet’s World Wide
Web and using its sophisticated hypertext links and graphics to boldly go where HR has never
gone before. With the click of a mouse button, he’s inside the Indian Government’s Human
resource ministry server in New Delhi. Examining a schedule of upcoming state level HR
conferences. Then, instantly, he’s off to the Wharton Business School, looking at the latest
research by its faculty and students. A few minutes later, he’s made a lightning-fast pilgrimage to
the Quality Wave, an index of sites containing information on TQM, educational programs and
business theories.
Every time he sees something that piques his interest, he simply clicks on a highlighted
word or graphic image—including high-resolution photographs—to obtain more information.
The text pours onto his computer’s screen, at which point it can be printed or saved for future
reference. And if it so happens that he’s jumping to another Web site, the system transports him
there at warp speed—efficiently and invisibly, regardless of whether the computer is located in
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Boston or Bombay. Of course, the World Wide Web is just one portion of the Internet. He also
uses the Internet for E-mail and to subscribe to newsgroups that keep him informed on the latest
industry buzz
Cyberspace. It’s certainly not the final frontier, but it’s fast becoming an important part of
the corporate arsenal—and psyche. Opening new doors and new opportunities for human
resources professionals who have the equipment and the mindset to venture into the online arena.
Today, a growing wave of HR managers are going online to recruit personnel, conduct research
using electronic data bases, send E-mail, and engage in valuable networking and discussions.
Using the Internet—which connects upwards of 28 million people and 3.2 million host computers
in 70 countries—as well as commercial services such as CompuServe, Prodigy and America
Online, these pioneers are venturing into a revolutionary new world where data and information
flow at the speed of light.
What is the Intranet?
When discussing the idea of Intranet, it’s helpful to accept a working definition.
Basically, it’s the use of Internet and Web technologies inside a company to enhance employees’
ability to find, manage, create and distribute information. In effect, it’s a private Internet behind
the company firewall. A firewall blocks outside Internet users from accessing information on
internal Webs, thereby ensuring company security of documents. People inside, however, can
circumvent the firewalls to reach outside Internet sites and gather unlimited information.
Why HR should use Internet/ Intranet:
For HR, the Web has led to dramatic changes.
A high performance organization can operate globally and locally at lower costs, higher
productivity and improved quality than their competitors. A HR department can help build a high
performance organization by doing innumerable things via the internet, intranet and extranets:
It’s allowing corporations to market themselves directly to college students and
professionals -- 24 hours a day. As resumes stream in, they’re automatically routed into
databases. When a manager needs to fill a position, it’s possible to search on keywords and find
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top prospects. Then, using videoconferencing software over the Internet, it’s even possible to
conduct a preliminary interview.
Recruiting may have been the first big HR application for the Web, but it isn’t the only
one. It’s also possible to outsource payroll, benefits administration and more. It’s relatively
simple to connect employees worldwide for training through the Net. And then there’s the ability
to conduct research on anything from benchmarking to TQM.
HR is at the center of a changing electronic universe. It’s the department that’s being
looked at to drive gains and provides strategic skills. That means learning how the Internet works
and how companies can use it to their maximum advantage. So be prepared to explore new
opportunities.
Broadly, one can divide the major functional areas of HR as:
Selection & Recruitment
Training & Development
Compensation & benefits
Performance appraisal
Grievance resolution
Welfare provisions
Corporate news and information
Having divided the whole HR gamut of functions in the above mentioned 7 sub-functions, we
will now see the use of Internet / Intranet for each respective function:
Selection & Recruitment:
Recruiting can become very easy with Internet/ intranet. Four reasons to elaborate:
Internal job postings can be easily posted to the intranet. Employees can review latest job
postings anytime anywhere via the intranet. This reduces the costs of photocopying and
distributing job posting information while giving all employees the same information at
the same time regardless of location.
Employees, if interested, can apply for a new internal position via the Intranet. They fill
in an on-line form and submit the application on the Intranet. The amount of information
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required to be filled in is limited as it is automatically drawn from the corporate
databases. Paperwork is extremely reduced for applicant, HR staff and line managers.
External job postings can be posted on the Internet. Once the senior management
approves the job posting, the HR staff instantly posts them to the corporate Internet web
site as well as to other web recruiting sites. This reduces time to posting, reduces
recruiting costs for those positions amenable to web recruiting and expands the applicant
pool.
External applicant resumes are received electronically via the internet by the HR dept. the
intranet. By tying in an applicant inventory and tracking system using the web and
imaging systems all information can instantly be sorted, queried and viewed anywhere at
anytime via
the intranet. This reduces all paperwork; cuts time frames to review applications and
improves the ability to find the skill sets you’re looking for out of the many applicant
resumes.
Compensation & benefits:
In an intranet environment, all the employees would be required to make direct changes
to their basic information such as name, address and contact numbers via the intranet.
The information would automatically be then updated into the corporate databases. This
reduces consumption of paper forms, personnel handling, processing costs and reduces
updating time to being instantaneous regardless of time zones.
Employees choose and change benefits options (Cash/ Bank transfer/ Cheque etc.) via the
intranet. This information is automatically put into the corporate databases. Employees
can make and change their own selections any time, anywhere via the intranet. This
reduces data entry costs by HR dept. HR staff spends little time answering mundane
questions over and over while concentrating staff resources on the unique questions and
the "human" part of HR.
Employee benefits claims may be submitted via the intranet. On-line forms and document
imaging systems mean an employee can make claims anytime with little or no paperwork
at low processing and handling costs to HR.
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Training & Development:
Training can become very easy with Internet/ Intranet. Indeed, the benefit of the Intranet for
HR and training departments is increasing the Intranet’s popularity. It can be an extremely cost-
effective and efficient way to distribute training material as well as documentation. And although
the Net’s current technological limitations still prevent it from replacing CD-ROM, it’s important
for HR to know what the Intranet can and can’t do. This information will place the department in
a better position to take advantage of the technology when it’s deemed right for its particular
needs. Five reasons to elaborate:
HR dept can post the list of training programmes chalked out for the week/ month/ year
on intranet and then all the employees, staff and approved managers can instantly view
individual training records at anytime via the intranet. This reduces calls to HR for
records and verification of training, thus virtually ruling out any ambiguity which
normally exists in Indian companies.
All internal training programs can be made instantly viewable and book-able via the
Intranet. Basic course information, qualifications and booking is all on-line. This reduces
calls to HR about basic training information and lowers staff costs to book and arrange
internal training regardless of location.
External training provider programs are viewable and book-able over the intranet via an
internet linkage with the providers. External training information is viewable from
anywhere on the Intranet. Handling and processing costs between the corporation and the
providers are thus reduced.
On-line courses can be easily made available via the intranet and internet. This provides
employees with training to the desktop and just in time training regardless of location and
time zones. Costs are reduced for training delivery, courses can be customized for
individuals and experts brought in electronically to assist where deemed appropriate
regardless of location.
Employee skills can be instantly sorted and queried by management via the intranet. This
quickly allows management to identify and assemble project teams at low cost and fast
time frames.
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Performance appraisal
Intranet, can reduce the unnecessary paper work and time spent in transfer of papers – an
integral part of typical Indian Performance Appraisal exercise-as well as make the process more
interactive, confidential and responsible.
Such an intranet based typical automated Performance Appraisal system would ideally
have basically three forms, access to which would be given to each employee individually and no
one else would be authorized to access the other person’s forms. One form would be for self-
appraisal while the second would be on the Feedback of other subordinates, peers and superiors.
The third one would be meant for HR dept. Having filled the self-appraisal part, the employee
would share the access with the superior who is supposed to appraise him. Now the appraiser
after going through it and as well as during Performance Appraisal review can give his remarks.
Clubbed with telephone conferencing and E-mail network, he may consult other peers and
superiors as well. There would be no dearth of space for comments.
Grievance resolution
Frequently asked questions (FAQ’s) may be identified and posted on intranet for
employees’ reference. In case, an employee has a typical doubt about a policy matter or any
benefit scheme or wants help from HR dept. Or wants to resolve his tussle with his superior/
subordinate, he just needs to intimate it to HR by Intranet.
Welfare provisions
Consider this scenario: Your Company has a new training manual it wants to distribute to
a department of 200 people. But only 10 of them really need to read and keep the entire
document. What do you do? In the past, companies such Silicon Graphics Inc. (SGI) would send
a thick hard copy to all 200 employees. Those who didn’t need it day-to-day would probably file
or dump it. Think of the waste of time and money to reproduce these unnecessary copies.
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Benefits in the HR arena, sites such as Career Mosaic, Job Web and the Monster Board
offer employer profiles, job openings, career information and human resources forums. In
addition, there are long lists of consultants and services peddling their wares and offering their
expertise on everything from training to career development. There also are government sites,
including OSHA, where an HR practitioner can stay informed on current regulations, directives
and even scan OSHA notices in the Federal Register. It’s possible to jump from one subject or
service to another in a matter of seconds—by simply clicking a mouse button. Meanwhile, other
portions of the Internet—such as FTP, Usenet and Telnet—offer a mind-boggling array of
additional resources. You can access mailing lists for your specific interests, along with interests,
along with newsletters, academic studies and an array of background materials.
Corporate News & Information:
Employee handbook and other "binder" information is all available via the intranet. All
employees, regardless of location and time, have immediate access to the most up to date
information. HR reduces staff time and costs spent on assembly, reproduction,
distribution and updating.
Organization charts are available via the Intranet. Organization charts can be
automatically updated on the Intranet as changes are made to the human resource
information system.
Charts are "drillable" and "expandable" by simple point and click methods. Costly time to
produce, maintain, and distribute org charts is reduced. All staff has the same information
once the executive suite makes the decision.
Basic telephone, departmental and e-mail information is on the intranet. This may even
be combined with the org chart web pages. Employees can quickly filter contact
information, view departmental and web page information without having to use outdated
binders or call HR for the information.
Corporate and departmental newsletters and communication pieces can be sent via the
Intranet. All general corporate news may be instantly made available to all employees at
reduced production and distribution costs. Innovative new ways of communicating can
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also be used including corporate radio station via the Intranet, audio and video interviews
with staff.
External news sources on the corporation and key corporate indicators can be viewed on
the Intranet with links to the internet. This keeps all staff equally abreast of news and
changes. It’s vital a high performance organization communicates to all staff all the time
regardless of time zone and location.
To compete in a global economy one needs to ensure that his/her organization is heading
in these directions. And he can modularly put his organization on the fast track by laying out a
well thought strategic implementation plan for HR to use the Intranet and the Internet.
The price points for implementing these tools and new systems are dropping while the
ease of implementation is greatly improving. By taking advantage of the new mindset these tools
offer, you’ll avoid being a low performance organization in a high performance economy.
About HRMS
A Human Resources Management System (HRMS) is a software application that
combines many human resources functions, including benefits administration, payroll, recruiting
and training, and performance analysis and review into one package.
HRMS is a powerful solution that transforms human resources procedures to
reduce hours per task and related costs. It strategically aligns the workforce to the
work, engages employees and ultimately optimizes your workforce. HRMS achieves
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all of this by helping your organization manage the hiring process, streamline benefits
administration, alleviate regulatory compliance, and more.
.
This solution helps improve productivity and efficiency by providing greater
control over critical HR processes. With Web-based capabilities like comprehensive
employee self-service, Workforce HR streamlines and automates time-consuming
processes and administrative tasks. The system empowers your HR staff to eliminate
the hours spent capturing and processing redundant data, and instead spends their time
contributing to your organization's strategic goals.
About Syntax Soft Tech Pvt. Ltd.
“ Calling us just another Information Technology Firm would
be like calling ‘infinity’ just another number. Very limiting.
Very misleading... ”
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Syntax is thus office and home to an ever-energized and enthusiastic team of
professionals committed to deliver enhanced technology solutions including business process
management, collaborative computing and workflow applications. Syntax Soft-
Tech is a part of Total OutSource Group; a premier global outsourcing company
providing solutions for a dynamic environment where business and technology
strategies merge.
The Path to Infinity:
At Syntax, the concept of Infinity is easily understood. That's because they've
rediscovered the idea and redefined it to reflect their core philosophy. Infinity is part of their
inherent corporate genetic structure. To them, it means generating value that is endless;
innovating solutions without constraints; a never-ending pursuit for excellence. It represents their
state of continual, aggressive evolution to adapt rapidly to the ever-changing topography of
market demands and technological advances. Integrate all the characteristics of Syntax and you'll
have a new definition for Infinity.
On the ground, Syntax fundamentally aims to build strong relationships. Their
deliverables are strong technology solutions that make a difference to the profitability of their
clients' businesses. One relationship that is already making a big difference is their alliance with
Total OutSource, Inc.
The fundamental values at Syntax can be defined by their Vision, Mission and
Philosophy.
Vision
To be one of the top IT Consulting Companies in India and abroad.
Mission
To leverage Technology & Human Capital for Optimum Productivity.
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Philosophy To create an opportunity & to provide a platform where everybody can grow & contribute
towards making India a 'Super Power' & the World a better place to live in.
Company Profile:
In today's technology-driven business ecosystem, everyone agrees that change is not only
constant but is also increasing at an exponential rate. At Syntax, we believe delivering true value
is a result of staying on top of change. In fact, we take this one step further; we focus on being
part of the very force that drives these changes.
Accelerating Adaptation
. Does change have direction? Neo-Darwinian principles define survival as a function of
change; the ability to adapt to changing requirements. All businesses are governed by these
principles. At Syntax, they are aggressive catalysts helping customers to leverage technology to
accelerate adaptation. .
Their focus is singular and clear: offer business benefits to the customer to deliver an
unbeatable edge over competition. That's the bottom line they like to put on top of everything
else. All their passion, all their values, their strengths, skills and efforts orbit around this
positioning. The idea of offering endless value to the customer is the very differentiating
principle Syntax was founded on.
Building up from the direction their foundation gave them, their guaranteed, unwavering
quality of delivery was built up by sheer determination, expertise and commitment.
Having started in 1998 with a one-man team and a single client, Syntax today has a
manpower base of over 150 that is expected to double within the year and a list of clients that
reads like a Who's Who list of companies spread across geographies. Syntax has now attained the
position of an emergent powerhouse in Technology consulting, product development and
Outsourcing services.
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This amazing growth has resulted from the tremendous confidence Syntax has evoked in
everyone alike - Management, Employees, Investors, Partners, Alliances and, of-course, their
Clients. On the ground, Syntax is a people company. The company's backbone is its strong
management team that keeps focused on the magic of the initial vision. In addition, the expertise
and energy of the founders has filtered down to the entire team making it one complete dynamic
entity with strong commitment and focus.
Adopting Acceleration .
They continue to evolve rapidly by adopting emerging technologies and stressing on their
research initiatives; they strive to stay at the leading edge of change. Innovative excellence is at
the heart of all their solutions and by staying at the leading edge of change, they help their clients
leverage the best of the technology to meet their business objectives. The ultimate objectives -
adopt the newest technologies and accelerate their client’s adaptation to the competitive
landscape.
Syntax is associated with NASSCOM.
NASSCOM is India's National Association of Software and Service Companies, the
premier trade body and the chamber of commerce of the IT software and services industry in
India. NASSCOM was set up to facilitate business and trade in software and services and to
encourage advancement of research in software technology. NASSCOM is a global trade body
with around 850 members, of which nearly 150 are global companies from the US, UK, EU,
Japan and China. NASSCOM's member companies are in the business of software development,
software services, and IT-enabled/BPO services. Syntax is associated with this global body and
holds a primary membership status.
Differentiators
Our core values are our basic differentiators. They provide the thrust for
continuous growth and development. To ensure reliability and high performance, Syntax
and its employees live by their commitment to a set of three core values: Innovation,
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Quality and building Enduring Relationships with customers, employees and society at
large.
Innovation
In an age where competitors can so easily imitate yesterday's inventions, their key
advantage lies in their ability to innovate and evolve continuously. Innovation is the foundation
on which Syntax’s solutions are built. They've built a system that is based on discovery and
technological innovation. Their innovative approach to technology is carried over into their
innovative business solutions that enable customers meet competitive market demands.
Quality
At Syntax, quality is not a mere word but a way of life. Syntax’s commitment to quality
is evident in a number of ways:
In the dedication of their management team to produce world-class solutions that meet
customers' real-world requirements.
In the determination of their development team to constantly improve processes, to
increase efficiency and deliver cost effective products.
The approach in which customers requirements remain the focal point throughout the
entire development process.
Building Enduring Relationships
Syntax culture is built and maintained in synchronization with the organization's vision
and goals. Syntax strives to maintain high standards of conduct and integrity in all its
relationships and is dedicated to client satisfaction and enduring relationships.
Customers Syntax works towards one key objective: Customer Satisfaction. The exceptional rapport
that Syntax enjoys with its customers emanates from its interactive work culture. Keeping the
passion for innovation and customer focus alive, Syntax recruits proficient professionals to
deliver best-of-breed business solutions and services to customers worldwide.
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Syntax constantly endeavors to deliver unparalleled value to customers and views success
as dependent upon its customers’ success. When it comes to customer satisfaction, Syntax
always goes beyond the last mile, setting standards for the rest of the players in the same genre.
Employees
At Syntax, every employee is an invaluable asset and not a mere resource. In an industry
that is typically characterized by high attrition rates, Syntax builds enduring relationships with its
own employees - recognizing that an organizations greatest asset is its people.
Syntax believes in professionalism without hierarchy. The key role of every individual
team member is to perform: overcoming limitations and delivering more than the best. Syntax
believes in generating positive attitudes and a strong work ethic among the team members by
creating a vibrant work environment that encourages and enables imagination and innovation:
'esprit de corps'.
Society at large . They at Syntax believe that they are an integral part of a larger ecosystem. They firmly
believe that every entity in the ecosystem has some responsibility towards the society one lives
in.
In addition to providing world-class business solutions, Syntax has always strived to
fulfill its responsibilities as a true social and economic enabler. Their employees are pragmatic
and believe in the dictum that small grains of sand gather to form a desert and so are ever ready to
volunteer and contribute to a social cause. Besides contributing to various spiritual, charitable and
religious activities from time to time, they at Syntax have also contributed to national causes like
the Gujarat Earthquake Relief Fund, the Tsunami relief fund etc.
This is just a humble beginning, almost like a drop in the ocean, but it is with these small
endeavors that they attempt to create a world that will be a better place for the future generations.
Infrastructure
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Syntax has a state-of-the-art R&D facility and Software development center at its
corporate headquarters in Bangalore, India. In line with its commitment to developing real-world
business solutions, the infrastructure at Syntax includes a facility with over 25,000 square feet of
space that can accommodate up to 300 software professionals.
PRODUCTS
Syntax's wide repertoire of product offerings span from Enterprise Applications to
Business Productivity Solutions. Their rich experience in developing indigenous products in
tandem with their distribution of world-class, best-of-breed products puts them in a position ideal
to find optimal solutions for you.
Enterprise Solutions
eFactory
eFactory is a complete online ERP application, integrated with workflow management to
facilitate easy and efficient management of operations in a connected environment.
eFactory enables modeling the entire production process into a single integrated system
and manages all processes with multiple end products. It integrates Materials
Management, Quality Control / Quality Assurance, Production Planning and Control,
Plant Maintenance, Sales and Costing, Excise, Human Resources and Financial
Accounting.
eHRIS
eHRIS is a web-based new generation, multifunctional Human Resource Management
and Information System. It efficiently automates the process of Recruitment, Employee
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Management, Benefits Administration, Training and Development, Travel Management,
Performance Management and Tasks and Schedules. It enables organizations to maintain
their employee assets in a more effective manner.
ViewWise
ViewWise is a feature-rich Integrated Document Management / Image Enabled Solution.
ViewWise is engineered to facilitate compliance with current and emerging operational
and
regulatory compliance requirements for document imaging, capture / indexing,
searching / retrieval, archiving and records management. It is robust, simple, reliable,
cost effective, scalable and easy to use.
ViewWise is designed to operate in both WEB and LAN based environments. It
leverages a firm's existing investment in their IT infrastructure, and operates on a variety
of distributed and centralized topologies. ViewWise integrates with other software
applications within diverse operating environments.
AnyDoc
Cutting-edge applications from AnyDoc Software, Inc. provide the full spectrum of
automated solutions for all your document and data capture needs, including Scanning
software (local and remote), Forms processing (structured and unstructured) and
Document imaging (storage and retrieval).
Business Solutions
Syntax's end object of providing infinite value extends far beyond its in-house products
and services. They understand the need (and cost-efficiency) of not reinventing the wheel! As a
result, Syntax offers a huge and extremely comprehensive range of packaged products to provide
solutions to all types of businesses and users.
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They are not a standard re-seller. Their focus is to build a long-term relationship, with
end-to-end services including pre- and post-sales support, installation, consultancy and
maintenance. Syntax aims to act as a single-window Procurement Partner. They have the ability
to even source products that are rare, or not easily available by conventional means. Their strong
alliances with major distributors ensure competitive pricing.
The entire range of tools caters to a wide variety of users including tools for:
Software Development Lifecycle Management
Designing
Authoring
Development
Deployment
Testing
Help Authoring
Installation
Documentation
Project Management
Configuration Management
Website/Portal Development & Deployment
Network Management
Security
Productivity Enhancements
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Knowledge Management
Syntax deals with major industry standard products from leading manufacturers.
SERVICES
Organizations worldwide are trying to achieve increased productivity at reduced costs by
implementing a wide range of IT-based business solutions. Syntax empowers and improves your
business by creating custom web and software solutions according to your business needs. At
Syntax, they understand unique business requirements of their customers. They work in synergy
with them to conceptualize reliable and versatile solutions that aptly fit their needs. They take
care of the complete life-cycle development of the solution, right from requirements analysis to
implementation.
Software Development
Syntax's bespoke software development service enables companies to meet their real-
world business needs through a comprehensive range of value-added architecture, technology and
development expertise.
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Their services are aimed at helping customers realize their vision within budget and on
schedule. Their methodology is focused on integrating software development services seamlessly
with the customer's business process to deliver applications of high-quality and effective
usability. They use all the man-years of their past experiences, proven industry practices and
established tools to ensure that every project is totally transparent, efficient and has predictable
results.
Their experience demonstrates that no implementation method by itself - be that ISO,
CMM, or an agile approach is a 'one-size-fits-all' method for every budget and timeframe.
Therefore, they also advise and help customers in matching business processes and understanding
mutual expectations towards software development methodology that is best suited for their
customized needs. The end objective is of-course, to maximize returns.
.
Their ultimate goal is to ensure that customers maximize the benefits of their software
development services in terms of cost, quality and capability to meet their strategic goals without
compromising on any of these factors.
Technology Enabling
Emerging trends in the market place have resulted in organizations adopting new
technologies and business models. Syntax offers consulting services that aim to help clients
maximize revenues and streamline operations.
Syntax offers consulting services through its team of consultants having widespread
cross-functional business and technical understanding. The team of experienced project
managers, business analysts and software developers work in a collaborative approach with
clients. This allows the teams to chart business requirements to the technology solution that best
fits project objective.
Legacy Migration and Re-engineering
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While there seems to be a neck-to-neck race between technology and time, organizations
are exploring ways and means of keeping up with the technology in order to maintain an edge
over competitors. To realize this, a few of them have been redeveloping their applications with
state-of-the art technologies. As very few organizations have budget or time or resources for
redevelopment, most opt for migrations and conversions.
At Syntax, they understand that migration/porting legacy applications requires a different
strategy and approach. It requires a thorough understanding of the technologies and platforms
involved. Their experience of working on various tools and technologies has helped them
understand the nuances of the existing and evolving tools and technologies. This has helped them
strategize their approach towards the porting and migration needs of their customer.
They have the expertise to handle mission critical legacy applications that are of great
value to organizations.
The issues facing migration tasks can be daunting. Over time, as technology changes,
legacy applications can prove to be stumbling blocks for an enterprise-wide IT architecture and
present several challenges in operations and maintenance. These challenges can be categorized as
1. High maintenance costs
2. Non-availability of experienced resources
3. Adapting to a constantly changing business and regulatory environment.
Their proven application migration and re-engineering solutions help organizations
overcome these hurdles and unlock as much value from these applications as possible.
The Return on Investment on a migration project can be manifold. It can result from
enhanced business support, significant improvement in the ability to integrate applications and
reduced licensing and maintenance costs.
The key factor that adds value while working with them is their domain expertise in
chosen business verticals. This results in their ability to flawlessly execute re-engineering
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projects of varying sizes and complexities. Their primary business goals are accelerated time-to-
market and reduction in costs.
SYNTAX Offerings
Their tested indigenous Migration & Re-engineering Methodology is a four-phased
approach. The key to the approach is ensuring continuity and transparency across all the phases.
This is achieved with utilization of appropriate tools that integrate and drive the entire project.
Their diverse spectrum of application migration and re-engineering include:
Application Analysis: Analyzing the suitability of an application migration or re-
engineering exercise including the choice of the target architecture.
Portfolio Analysis: Analyzing the suitability of re-engineering an entire portfolio of
related applications.
Platform Migration: Migrating an existing application to new hardware, operating
system, database or programming environment.
Application Re-engineering: Completely redesigning an application in order to provide
superior functionality by taking advantage of new technology standards.
Outsourced Software Development
Syntax's Outsourced software development service enables companies to meet their real-
world business needs through a comprehensive range of value-added architecture, technology and
development expertise.
Their services are aimed at helping customers realize their vision within budget and on
schedule. Their methodology is focused on integrating offshore software development services
and practices seamlessly with the customer's business and technology practices. They use all the
man-
years of their past experiences, proven industry practices and established tools to ensure that
every project is totally transparent, efficient and has predictable results.
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As experience demonstrates, no implementation method by itself - be that ISO, CMM, or
an agile approach is a 'one-size-fits-all' solution for every budget and timeframe. Therefore, they
also advise and help customers in matching business processes and understanding mutual
expectations towards software development methodology that is best suited for their customized
needs. The end objective is of-course, to maximize returns.
.
As a global technology outsourcing provider, they make a consistent effort to ensure that
project communication goes smoothly, by providing:
Onsite teams that closely collaborate with the customer to get a better understanding of
business and project requirements
A secure and efficient communication environment for all the distributed team
members, both onsite and offshore/near-shore
Specialized information infrastructure and effective communication tools for
centralizing, organizing and managing all project information.
Further, flexible contractual models ensure that software outsourcing project is delivered
on time and on budget, while meeting the highest quality requirements.
Their ultimate goal is to ensure that customers maximize the benefits of outsourcing
software services in terms of cost, quality and capability to meet their strategic goals without
compromising on any of these factors.
Outsourced Product Development
To remain competitive, organizations need to be able to focus on their core business
processes. Product Developers, for example, can expend their resources on the concept, design,
developing marketing strategies and business development. The actual product development can
be outsourced to a suitable developer.
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There may also be other factors that come into play. Designing and Engineering a
software product from its specification to its release requires a dedicated team of skilled software
personnel, experienced managers, and domain experts.
Most product companies do not have sufficient management or engineering resources in-
house to bring the desired product to the market at the targeted time. Today, many companies are
taking advantage of the tremendous benefits of Outsourced Product Development, an option
which was not available too long ago.
The reasons why a company should consider outsourcing product development are many:
The in-house engineering team may require additional skill-sets to engineer the product
(e.g., experience with open source solutions and specific language expertise)
Adequate engineering resources may not be available in-house to start development on
the new software product or enhance an existing product
The cost of adding additional software engineers to an in-house team can be deferred
This may be the only way to meet stringent time-to-market requirements
From working with a well-established and professional outsourcing engineering services
company, an additional benefit would include understanding infrastructure and well-
defined management processes
In-house engineering teams can also benefit from the association and collaboration with
other engineers at the outsourcing engineering services company
Having decided to outsource Product Development, the most critical issue becomes
selection of the outsourcing partner. This requires careful consideration. Apart from cost
considerations, the developer must have the engineering resources in place with the technical
background and necessary infrastructure to ensure a quality product and meet your quality and
time-to-market expectations.
SYNTAX: the ideal outsourced product engineering team
With it vast experience and extensive technical & domain expertise, Syntax is an
excellent partner to work with. They have successfully managed, developed and delivered
quality products in a diverse set of domains. They score high when it comes to why you must
choose Syntax:
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A proven ability to engineer products.
A through understanding of the entire product development lifecycle including
requirements specifications, design, development, quality assurance testing, and release
A commitment to best practices throughout the product development lifecycle to ensure
high quality during the development process
Skilled engineers plus access to off-shore resources to quickly and adequately staff the
engineering team to meet the product development requirements
Management infrastructure in place to closely monitor the progress of projects
throughout the product development lifecycle, and to ensure communication between
customers, software engineers and our project management
Project infrastructure to ensure strict adherence to source code control and backup
procedures
Total commitment to continuing technical education to ensure that engineering resources
remain up-to-date on the latest advances in technology
Skilled engineering resources with strong backgrounds in a wide variety of operating
environments, languages and technologies
Strong regulatory procedures and security policies and infrastructure
Microsoft certified partner and Sun Developer Connection partner. This helps Syntax to
continuously improve delivery on these platforms
Outsourced Testing and QA
Syntax offers independent product testing services that provide critical and objective
evaluation of the performance and quality of software systems and applications.
The dimensions of their testing service include:
Unit Testing
Functional Testing
Load Testing
Peer Testing
Interoperability and Conformance Testing
Certification Testing
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Regression Testing
Integration Testing
Development and Deployment Testing
Test ware and tools development
Test strategy and planning
Syntax with its extensive experience in providing independent testing services to
customers helps provide distinct insight into reliability, maintainability, and usability issues.
Selecting the appropriate and right testing strategy, strong management of testing processes, and
use of automation tools to support the testing processes are some of the value adds that Syntax
offers its customers.
Domain Expertise
Industry Domains:
Syntax specializes in domains such as Manufacturing, Healthcare and Banking,
Financial Services & Insurance. Syntax understands these segments well and is well equipped
to handle the various business issues involved in these industry sectors. Each member of Syntax
is constantly upgraded through training and through participation in technology specific events,
seminars, discussions and workshops, with the aim of providing cutting edge solutions to all
customers and partners.
Functional Domains:
By adopting emerging technologies and by stressing on in-house research initiatives on a
diversity of projects, Syntax has gained extensive expertise on many functional domains like
Enterprise Resource Planning (efactory), Human Resources (eHRIS) and Business Process
Automation. Their expertise is so deep that they have quality products in these domains. Their
indigenously developed and widely used eFactory and eHRIS continue to add value to leading
enterprises by cutting down process time, enhancing accuracy and smoothening out workflow
bottlenecks.
Clients
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Their success is evident in the long list of satisfied customers that they serve.
Here is a select list:
Allegro Networks
Altium Technologies
Anupam Rasayan Ltd.
Canfin Homes Ltd.
D.S. Constructions
Eastern Engineering Company
Espark Infotech Pvt. Ltd.
Explocity Pvt. Ltd.
Ginie Interactive
Jindal Praxair Oxygen Company Ltd.
Moser Baer, India
NHRD, Bangalore
Novell Software Development India Pvt. Ltd.
Ocwen Finance Solution Pvt. Ltd.
Peak XV Pvt. Ltd.
Perot Systems
Phoenix Global Solutions India Pvt. Ltd.
Praxair India Pvt. Ltd.
Raffles Software Pvt. Ltd.
Rockwell Automation India
Sapient Corporation
Sonim Communications (India) Pvt. Ltd.
Spider Systems, Malaysia
Team Asia Lakhi Semiconductors
Texas Instrument India Pvt. Ltd.
Titan Time Products Ltd.
TUV Rheinland Group Asia, Japan
Wipro Ltd.
Zilog India Electronics Pvt. Ltd.
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Certifications
Memberships
Partnerships
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About eHRIS
In today's competitive business environment, recruiting and maintaining a skilled,
educated, empowered and effective workforce is critical to success. Growing
globalization, rapidly changing technology, pressures for cost control, and the mounting
importance of knowledge capital are exponentially increasing the demands on the HR
department and its ability to contribute in a meaningful way.
The role of the HR department is rapidly changing and becoming increasingly
demanding. HR department is expected to be able to provide on-demand information about
applicants, employees and benefits. To be effective and be able to meet the growing work
demands, HR needs advanced systems that offer easy and rapid access to information, as well as
the capability to use and distribute information throughout the enterprise.
Product Overview
eHRIS is a web-based new generation, multifunctional Human Resource Management
and Information System. eHRIS is secure, robust, easy-to-use and maintain.
Using eHRIS can simplify time-consuming processes by automating administrative tasks
and minimizing paperwork, thereby dramatically reducing the costs associated with lengthy HR
processes. eHRIS is a comprehensive, powerful HR system that can manage information and
process a multitude of transactions. It efficiently automates the process of recruitment, employee
management, benefits administration, performance management etc., but more importantly it
enables organizations to maintain their employee assets in a more effective manner.
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eHRIS has been developed keeping in mind the future needs of organizations and is
designed such that it adapts to your changing needs. It is highly customizable and system
scalability allows for large increases in record capacity and changes in organizational needs.
eHRIS has been extensively tested by industry experts and guarantees a definite return-on-
investment to organizations.
Product Advantages
Some of the advantages offered by eHRIS to organizations are as below:
Customizable and cost-effective
Flexible, configurable and easy-to-use
Helps organizations in recruiting the best available talent
Provides information on employee skill levels and competencies
Assists in planning, scheduling and decision making
Automates almost all the manual tasks performed by the employees and the HR
department
Increased employee participation in HR activity
Provides for paperless processing of HR activities
Main Functionality
In addition to basic employee administration, HR departments today are increasingly
expected to have a clear understanding of employees’ proficiency and competencies, and to
recognize gaps in the progress of employees. Optimizing all levels of the employee career cycle
through the use of right technology is vital. eHRIS provides HR professionals with a complete
HR solution that includes tools to administer all levels of the employee career cycle. Following is
a list of tools that facilitate easy and efficient management of the HR functions in an organization.
Recruitment
This module consists of the following processes:
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Maintain Resume Databank
Manpower Requirement Indents
Maintain Manpower Consultants Database
Resume / Requirement Matching and Selection
Shortlist Candidates and Fix Interviews
Perform Interviews and Capture Interview Ratings
Perform Final Interview and Generate Offer Letters
Employee Management
Maintain Personal Data
Maintain Company Data
Maintain Educational Details
Maintain Work Experience History
Maintain Skill Sets
Statistical Reporting Based on Grades / Department / Location, etc.
Benefits & Administration
Leave
Leave Record Maintenance
Configure Leave Types
Fill Leave Applications
Submit Leave Applications for Online Approvals
Maintain Leave Balances
Updation of Leave Records
Expenses and Reimbursements
Maintain Claims Record (claims master)
Claim Medical Reimbursements
Claim LTA
Claim Other Expenses (petrol, lunch, conveyance etc.)
Generation of Statement of Claims
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Loans
Apply for Appliance / Furniture Loans
Apply for Cash Advances
Apply for Company Leased Accommodations
Apply for Vehicle Loans
Training and Development
Manage Training Calendar
Announce Training Programs
Training Cost Estimation
Training Program Nominations
Post-training Feedback's
Capture Actual Training Costs
Generate Skill Set Registers
Maintain Employee Training Register
Travel Management
Travel Plan and Travel Request Applications
Travel Advance Requests
Domestic & Foreign Travel Applications
Travel Expenses Statement
Performance Management
Employee Self-assessment
Goal Setting Process
Identify Training and Development Issues
Statistical Reporting
Overall Performance Rating
Team Administration
Attendance
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Attrition Resignation
Exit Interview
Final Settlement
Compensation and Benefits
Define the Components Formula Based or Fixed
CTC Definition
Transportation
Roster Preparation
Cab Master
Pick Up and Drop Timings
Employee Communication, Motivation Awards, Rewards and Fun @ Work
Events
Newsletters
Interoffice Memos
News Magazine
Birthdays
Anniversaries
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Research Design
Objectives:
1. The Top players in HRMS space in Bangalore.
2. Investment scope and readiness to purchase in the identified verticals.
3. Top verticals ready to invest in HRMS.
4. Potential clients for HRMS software.
5. Priority requirements for an HRMS.
Scope:
Verticals – IT/ITES, Non-IT (Manufacturing), Corporate.
Territory – Bangalore
Duration – Two Months
Sample Size: 45 companies
Sampling Method: Random Sampling.
Measurement Tool: Questionnaire.
Measurement Technique: Telephonic interview.
Personal interview.
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Data Collection: Primary Data – HR Heads of selected Companies
Secondary Data – Websites
Questionnaire
1. Name:____________________________________________________________
2. Name of the Company:_______________________________________________
3. Designation:_______________________________________________________
4. Type of Company: BPO / IT / ITES / Manufacturing / Corporate.
5. Number of employees in your Company: _________________
6. Annual Turnover: _________________
7. Rate the complexity of HR functions in your company on the scale of 1-10 :
(Low) 1 2 3 4 5 6 7 8 9 10 (High)
8. Have you implemented any HR software or HR Management Solutions (HRMS)?
YES NO (If NO, then Goto Q.no. 14)
9. If Yes, then which are you using presently?
(Specify Software Name & Company Name)
__________________________________________________________________
10. Reasons to choose that software or HR solution :
__________________________________________________________________
__________________________________________________________________
11. Investment made in implementing that software :
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__________________________________________________________________
12. Does the implemented HR solution offer the security function?
YES NO
13. Are you planning to upgrade or change the present software?
YES NO
14. If No, are you ready to invest in HRMS?
YES NOT SURE NO
15. Do you have a budget allocated for HR solution in this financial year?
YES NO
Specify: __________________________________________________________
16. List some of the key and important functions in the HR department of your
organisation:
___________________________
___________________________
___________________________
___________________________
___________________________
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Analysis & Findings
Companies in the research
The research contained companies from verticals like IT, ITES, Manufacturing and some
Corporate. The following is the list of companies / respondents out of which 35 were IT/ITES
companies, 10 manufacturing companies and in these 3 were Corporate Offices.
Company Names
Agni Software Pvt. Ltd. Micro Village Communications
B. R. M. Machine Tools Next
Building Network Automation Ptd. Ltd. Omni Matrix
Ceramed Engineers (P) Ltd. Optimus
Comcast Software Soltuions Pvt. Ltd. Orchid Informatics
Compu Lease Network Pvt. Ltd. Perfect Polypacks
Cross Domain Solutions Pvt. Ltd. Pinnacle Infotech
Cymfony Infotech Pvt. Ltd. Pradot Technologies Pvt. Ltd.
Cypher Infotech Pvt. Ltd. Preva Test Solutions Pvt. Ltd.
Deccan Aviation Protekz
Ducont Raffles Software Pvt. Ltd.
Esika Infotech Pvt. Ltd. Simplex Solutions
Essae Technologies SQA Technologies
Gears and Pinions Pvt. Ltd. Square One Business Solutions
Gemplus India Pvt. Ltd. Surendra Engg
Hedge Street Syntel Limited
Infosense Technologies Pvt. Ltd. Sysfore Technologies
ITTI Pvt. Ltd. TechSpan
Jaycee Industries Tricon Infotech
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LS Software Tryarc India
Maini Precision Products WiFi Networks Pvt. Ltd.
Mastermind Software Technology Solutions World2Web Soft Technologies
Micro Plastics
Number of Employees in the Companies surveyed :
Number of Employees
2218
1
<50 > or = 50 and < or = 3000 >3000
This question was asked to know the employee strength of the companies. Here the
companies are divided into three categories below 50 employees, more than or equal to 50
employees and less than or equal to 3000 employees and the last category which has more than
3000 employees.
The above graph shows that 22 companies have below 50 employees, 18 companies have
more than or equal to 50 employees and less than or equal to 3000 employees, one company has
more than 3000 employees and rest of the companies have not disclosed the number of
employees.
Syntax is looking for mid-sized companies that is from 50 employees to 3000 employees,
but through research it was found that even the companies like LS Software, Optimus BT and
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Cymfony Infotech Pvt. Ltd. where employee strength of below 50 have also implemented HR
software.
Complexity of Human Resource functions according to the respondents :
Complexity of HR functions
2 2
4
8
12
6 6
3
02
024
6
810
1214
1 2 3 4 5 6 7 8 9 10
Rating Scale
No.
of R
espo
nden
ts
(Low) (High)
Here the respondents were asked to rate the complexity in managing the HR functions
according to them in their organization, a rating scale from 1 to 10 was given where 1 is low
complexity and 10 is high complexity in HR functions.
The above graph shows the ratings given by the companies surveyed. It’s seen that 12
companies rated it as 5 which is average but falls towards the low complexity side and 6
companies have rated as 6 which could again considered as average but falls towards the high
complexity side. So considering 5 & 6 as the average on the 1-10 complexity scale 16 companies
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have rated the complexity below 5 i.e. 1,2 3, or 4 and 11 companies have rated the complexity
above 6 i.e. 7, 8, 9 or 10.
Here it cannot be generalized from the responses whether the complexity of HR functions
is High or low, because the complexity of HR functions varies from company to company and
which also depends on various other criteria such whether they have implemented any HR
software to manage their Human Resource.
Human Resource Management Solution implemented in companies :
Companies implemented HRMS
10
35
0
5
10
1520
25
30
35
40
Yes No
No.
of R
espo
nden
ts
This was asked to find out how many companies have implemented HRMS, the software
name and company name, reasons to choose that particular software, investment made in the
implementation of that software and whether that software provides security function.
The above graph shows that the 10 companies have implemented HRMS and 35
companies have not implemented HRMS. The following is the list of companies who have not
implemented HRMS, but it cannot be said that these all are the potential clients because few
companies which do not have an HRMS may not meet the other criteria such as number of
employees, technology to support, investment required etc…to go for HRMS or HR software.
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Company Names
Esika Infotech Pvt. Ltd. Infosense Technologies Pvt. Ltd.
Gemplus India Pvt. Ltd. World2Web Soft Technologies
Hedge Street Omni Matrix
SQA Technologies Building Network Automation Ptd. Ltd.
Tricon Infotech WiFi Networks Pvt. Ltd.
Ducont Essae Technologies
Orchid Informatics Gears and Pinions Pvt. Ltd.
B. R. M. Machine Tools Perfect Polypacks
Comcast Software Soltuions Pvt. Ltd. Cross Domain Solutions Pvt. Ltd.
Agni Software Pvt. Ltd. TechSpan
Compu Lease Network Pvt. Ltd. Pradot Technologies Pvt. Ltd.
Mastermind Software Technology Solutions Jaycee Industries
Protekz ITTI Pvt. Ltd.
Square One Business Solutions Cypher Infotech Pvt. Ltd.
Preva Test Solutions Pvt. Ltd. Surendra Engg
Ceramed Engineers (P) Ltd. Deccan Aviation
Micro Plastics Pinnacle Infotech
Sysfore Technologies
And the company names which have implemented HRMS and the reasons for selecting
that particular software are mentioned below.
1. Micro Village Communications
The software implemented here is internally developed by their development team where
in the approximate investment made in the implementation of the software was 2 lakhs. This
software also provides them with a security function.
2. Syntel Limited
They have implemented PeopleSoft HRMS software as this software helps them to
handle the large employee number of 4500 with all the HR functionalities along with the security
function.
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3. Tryarc India
They have implemented software which provides them with the security function and
have chosen that software for easy and smooth functioning. The software name is not mentioned.
But this company could be a potential client as they are looking for software upgradation.
4. Optimus
They have implemented Microsoft Project Server & Microsoft Sharepoint Portal Server.
The reason for this implementation of software is to control their whole operations. They are the
re-sellers of this Microsoft product.
5. Raffles Software Pvt. Ltd.
The software implemented is been developed internally by their development team, which
also has a security function
6. LS Software
They have implemented the software called LS 360 Degree Appraisal which is internally
developed. They are the pioneers of this software and according to them it is most reliable one
and is even use by Wipro, ICICI…It also has the security function and the investment in this
software is less than 10 Lakhs.
7. Cymfony Infotech Pvt. Ltd.
They use TALLY software, which has an HR module built in it. The reason to implement
this software was its user-friendliness and software which also handles the financial functions.
8. Simplex Solutions
The software used here is internally developed by their development team which is cost
Effective / Tailor-made to their Department according to them. They have invested 15 lakhs in
the software but it does not provide them with the security function.
9. Next
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They have implemented software for which the main reason was faster scanning of CV’s.
The software name is not disclosed.
10. Maini Precision Products
They have implemented HRIS software from Pro Pay because of its user friendliness and
for faster operations. This software also provides security functions.
Companies looking for software upgradation:
Upgrade or Change the Software
1
9
Will upgrade
Will not upgrade
This was asked to find out whether the companies which have already implemented
Human Resource Management Solution are looking for any change in software or upgradation of
that software.
During the research it was found that from the 10 companies which have already
implemented software, only one company ‘Tryarc India’ is planning to go for software
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upgradation. They have implemented software which provides them with the security function
and have chosen that software for easy and smooth functioning. The software name is not
disclosed.
Tryarc India could be a potential client for Syntax Soft Tech Pvt. Ltd. as they are
planning to go for software upgradation and they even meet the criteria that Syntax looks for its
clients for eHRIS. Tryarc India has 50 employees and Annual turnover of approx. 21 Crores but
they aren’t any budgets allocated for HR solution in this financial year. They are focusing on
modules like Recruitment, Payroll and Policies Implementation.
Companies ready to invest in HRMS :
Ready to Invest
3
14
28
Yes
Not SureNo
This was asked to find out the companies which are ready to invest in Human Resource
Management Solution. The research tries to find out the companies which are ready to invest,
which are not ready to invest and the companies may or may not invest in Human Resource
Management Solution.
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Here from the graph it can be found out that 28 companies are not interested or not ready
to invest in Human Resource Management Solution and 14 companies may invest or may not
invest Human Resource Management Solution but 3 companies are ready to invest in Human
Resource Management Solution. The three companies are ‘Cross Domain Solutions Pvt. Ltd.’ and
‘Orchid Informatics’ who are ready to invest, they may not invest immediately but surely in
future and ‘Deccan Aviation’ may invest in this financial year. From these three companies
‘Orchid Informatics’ is small company with currently only 10 employees so Syntax has to check
whether eHRIS would match ‘Orchid Informatics’ requirements and budget .‘Cross Domain
Solutions Pvt. Ltd.’ could be a potential one as number of employees is 180 and are also willing
to go for HRMS. ‘Deccan Aviation’ could also be a potential one as they have employee strength
of 1600 all over India.
The 14 companies which are not sure of investing into HRMS are Micro Plastics,
Ceramed Engineers (P) Ltd., WiFi Networks Pvt. Ltd., Essae Technologies, Mastermind Software
Technology Solutions, Pradot Technologies Pvt. Ltd., Esika Infotech Pvt. Ltd., Sysfore
Technologies, Square One Business Solutions, World2Web Soft Technologies, Agni Software
Pvt. Ltd., Tryarc India, Infosense Technologies Pvt. Ltd. and Compu Lease Network Pvt. Ltd.
List of some key and important functions of Human Resource :
Important Functions of HR
24%
9%
13%7%
16%
0%
13%
1%
0%
13%
3%
1%
0%
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An open ended question was asked here to find out the key and important functions of
HR in their respective organizations.
The graph here shows the percentage of companies which have mentioned the important
HR functions with respect to their organization. From the graph it’s clear that majority of
companies have mentioned ‘Recruitment’ as one of the most important functions of HR and then
followed by Training & Development, Performance Management & Employee Management &
Compensation & Benefits, Selection etc…
Few other players in HRMS space in Bangalore:
Syntax’s eHRIS is one among the players in HRMS space, the will give us information
about few other players in HRMS space in Bangalore. It gives the company profile in brief and
their product details.
1. PeopleSoft – Human Capital ManagementCompany Profile
Oracle and PeopleSoft bring together the best and brightest talent in the enterprise
software industry. They plan to accelerate innovation and offer customers a superior solution at a
lower price. The combined companies represent more applications and database customers than
any other company in the world. PeopleSoft and JD Edwards product lines: PeopleSoft
Enterprise, JD Edwards EnterpriseOne and JD Edwards World. PeopleSoft Support, Consulting,
Education, Hosting, and Financing are now integrated with Oracle Services.
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Product
PeopleSoft Human Capital Management
PeopleSoft Human Capital Management is described by the company as the only global
pure-internet solution designed to help organizations drive cost containment and value creation
across the entire extended enterprise.
PeopleSoft Human Capital Management (HCM) enables organizations to improve
efficiency and productivity, in order to drive higher levels of business outcome in real time.
PeopleSoft HCM enables companies to:
Manage and mobilize a unified global workforce.
Connect people directly to business processes anywhere in the world, at any time.
Align the workforce with strategic business goals.
The PeopleSoft HCM product family includes HRMS, Workforce Analytics, Enterprise
Incentive Management (available in Q3 2003) and Enterprise Learning (available in Q3 2003).
HR management .
PeopleSoft 8 HRMS enables organizations to manage HR business processes – from
recruitment through to retirement – using pure internet applications that are built on a best-
practices performance record of more than 10 years.
With the solutions, enterprises can:
Extend the reach of their organization by pulling external content into the suite of
employee and manager self-service applications, all of which are delivered through a
role-base portal.
Align the workforce with strategic business goals with analytics to support better, faster
decision making.
Accelerated HR .
PeopleSoft Accelerated Human Resources provides functionality to help small to mid-
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sized companies manage their human resource business processes, using pure-internet
applications.
Users of Accelerated Human Resources receive the same PeopleSoft 8 software products
and internet architecture used by Fortune 100 companies, bundled together with pre-configured
fixed-price implementation, training and support services – designed to make it affordable for
smaller companies.
Workforce Analytics .
PeopleSoft Workforce Analytics provides the tools to measure and manage workforce
performance.
The package allows companies to analyze workforce trends, leverage key performance
indicators and corporate benchmarks, and align the workforce with new organizational objectives.
PeopleSoft Workforce Analytics comprises the following components:
HRMS Warehouse – enables companies to manage their workforce information for
analytic reporting and analysis.
Workforce Planning – companies can align workforce competencies with organizational
goals.
Workforce Rewards – helps companies plan compensation and retention initiatives.
Workforce Scorecard – used to assess the impact of the workforce on enterprise
operations to determine how best to meet future business objectives.
Learning solutions .
PeopleSoft Enterprise Learning –is a pure-internet solution that helps enterprises provide
the right learning to the right people, at the right time and in the right format.
With PeopleSoft Enterprise Learning Solutions, organizations can approach learning
strategically. Companies can improve enterprise performance by planning and deploying learning
within and beyond the enterprise – to customers, suppliers and employees – that aligns with
business objectives.
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By using Enterprise Learning Solutions, PeopleSoft says companies can:
Integrate learning across all business processes.
Provide intelligent learning advice to the workforce, customers and suppliers.
Align learning with corporate objectives.
Various modules offered by Oracle’s PeopleSoft Enterprise HRMS Portal Pack
Workforce Planning
Talent Acquisition Manager
Candidate Gateway
Career and Succession Planning
Training Administration
eDevelopment
ePerformance
Learning
eProfile Manager Desktop
Human Resources
Payroll for North America
Global Payroll
ePay
Payroll Interface
Payroll Interface Connector for ADP Connection
Time and Labor
Absence Management
HelpDesk for Human Resources
HRMS Warehouse
Workforce Scorecard
Benefits Administration
Pension Administration
Stock Administration
eBenefits
eCompensation
eCompensation Manager Desktop
Workforce Rewards
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2. TATA Infotech - eDOTHR
Company Profile
Tata Infotech is part of the 125-year-old Tata Group, India's most trusted and best-known
industrial group. The group has a turnover of US $ 14.25 billion (equivalent to 2.6 % of India's
GDP), covering 91 major companies with business operations in seven sectors - Engineering,
Materials, Energy, Chemicals, Consumer Products, Services, and Communication and
Information Systems.
Tata Infotech operates in the chosen areas of System Integration, Contract Hardware
Manufacturing and IT Education. The Systems Integration services also include Software
Development, IT Enabled Services and IT Infrastructure Management. The seven delivery centers
across India and the proximity center in Chicago, US, have enabled customers across the world
benefit from solutions, products and services of the company.
Product
eDOTHR
Tata Infotech’s HRMS solution, eDotHR helps you manage your Human Capital – from
recruitment to retirement – with pure Internet applications. The application enables Employee
Self
Service (ESS), wherein individual employees view and update their information (such as paid
time off) online, instead of filling out forms offline and sending them manually to the HR
department. The system is workflow-enabled, where tasks assigned to you (such as Leave
Application Approval) arrive as “To-Do” tasks in your “To-Do Box”.
This components based solution consists of Modules that will automate the critical
Human Resources operations:
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Selection and Hiring
Applicant Tracking – From Requisition, Screening to Joining
Transfer data to Employee account on Hiring
Employment
Standard Employee Data
Tax Status
Personnel Action Notice
Employee History
Compensation
Staff Pay and Job Classification
Salary
Benefits
Establish and manage multiple Benefit programs
Allowances
Leave Management
Leave Travel Allowance
Medical Insurance
Retirement Plans
Performance Management
Competency Management
KRA based
360 degree Appraisal
Succession Planning
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Select Positions for Succession
Candidate Identification
Development Plan
Competency-based, linked to Training
Track Progress
Training & Development
Courses
New Employee Orientation
Training Eligibility, Requirements, Attendance, Budget, Location
Linked to Performance
Accounts Interface
HR Data Exported in Excel format, ready for use by the Accounts Department
Workflow features
Tasks are generated in the system on specific events (such as Leave Application, Medical
Allowance Application submitted by an employee). Tasks can also be generated manually. These
tasks are assigned to the concerned employee (such as, Manager, HR Dept.) and appear in the
Work-To-Do / Task Box of the employee concerned.
Functionality Specifications
Assign multiple tasks to any employee
Multiple users per tasks
Reassign Tasks
Set Status, Priority, Deadline
Set Vacation / Out-of-Office Messages with Auto-reassignment of Tasks
Assign, View and Reassign tasks by User / Task
Complete history on task progress
Security
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A user has access to the application portal by supplying his username and password. This
helps ensure that only registered users can access your website. However, which areas of the
application he has access to is based on the permissions assigned to the user (authorization).
The Security features follow the Role Based Access Control (RBAC) protocol and
facilitate Database level Security and Audit Trail
Web Enabled
Users can access the system anytime, anywhere 24 x 7 with only a standard Web Browser
(such as, Internet Explorer) and a login name. No application specific software is required on the
client machine. This makes the system maintenance friendly.
On-Line Help
The HRMS Books Library contains comprehensive documentation. This serves as your
online help.
The eDotHR system is designed for high Performance, is Extensible into other
applications and Scalable for enhanced features and bigger employee base. This makes the
solution from Tata Infotech technically and functionally geared to meet your growing Human
Resources Management needs.
3. WIPRO - e-HR Solutions
Company Profile
Wipro Technologies is the No 1 provider of integrated business, technology and process
solutions on a global delivery platform. Wipro is differentiated by their full-service portfolio that
allows them to address diverse customer needs and deliver an integrated, one-stop solution. 90%
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of their customers work with them across service lines - using the depth and breadth of their
offering to align IT strategy with evolving business needs. Wipro’s services are mainly
categorized into enterprise applications, product design services, business process outsourcing,
technology infrastructure services and consulting services.
Product
e-HR Solutions
With Wipro’s team of domain and technology experts in the HR field, they focus on new
technologies, proven management processes, strategies for human capital management, and
innovative e-solutions for HR, helping to
Develop and execute human capital management strategies for leveraging technology and
existing infrastructure
Select the right tools for a robust web-enabled HR (e-HR) environment
Make the best use portals, intranets, and the Internet
Set realistic e-HR priorities, goals, and organizational requirements through flexibility
and phased deployments
Build HR, IT, and business alliances that work and show results
Maintain your employee-ness with technology
Competency Management
Their HR domain expertise backed by a strong technology helps you establish
competency dictionaries, make your employees competency-literate, measure competencies and
relate this core element to all other HR processes like Performance Management, Compensation
and rewards, Promotions, Succession Planning, etc, thereby helping you with your Competency
Based Management system to provide
The process whereby competencies needed to achieve success are identified
Integration of several human resource functions
Provide an objective basis for tracking and measuring performance
Provide transparency on measurement parameters
Provide a system that can integrate people taking into consideration vertical, horizontal
and geographical spacing.
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The main features of their Competency Management system are:
A competency dictionary structure, and a universal set of competencies categorized
according to competencies across different roles and levels
Weights attached to each competency element and sub-element in order to bring out
appropriate importance of each with respect to the job role.
Drop-down features whereby the employees can view not only competencies associated
with his/her own role, but also those associated with other roles.
Comparison scores of competencies picked up from intra and inter business units, along
with competency scores of the super achiever, for easy comparison and benchmarking.
Competency based questionnaire for appraisals and development needs identification.
Archive of competency scores for tracking and reference.
e-Performance Management
Wipro offers an integrated end-to-end Performance Management Solution. This solution
is based on global people processes drawn from best practices and helps organizations streamline
their performance evaluation processes.
Wipro’s ePerformance Management solution not only helps you establish the best
practices in Performance Management, like 360degree appraisal, MBO, etc, but enables reduced
Performance Management cycle time without compromising on the sub-processes which are so
critical to your HR values, like Work Planning Conference, Work Plan establishment,
Development plans and Objective setting, Interim Review, Overall evaluation, detecting
Performance deficiencies, Tracking, Documentation and Archiving.
Wipro’s solution aims at strategic value delivery in the least possible time incorporating
rich functional features, aided by smooth workflow, notification, authorization, etc. It helps to
Align employee objectives to the business goals. Enable strategic Performance
Management through Management by Objectives (MBO)
Measure and Assess employee performance periodically and provide feedback and
support to achieve quantitative, qualitative and process targets
Evaluate and track Hi-Performance and achievers based on Competency driven
practices.
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Enable online Reward and Recognition
e-Recruitment
Wipro offers a global automated collaborative e-Recruitment solution, which helps to
web-enable your complete recruitment process – right from requisition to hire. e-Recruitment
Solution brings together all the participants of your recruitment process including employees,
external agencies, career sites and applicants on a role based, web-enabled platform.
e-Recruitment is a one-stop solution for all recruitment needs and comprises of a range of
end-to-end applications with built-in best practices such as global people processes and six-sigma
for:
Requirement Planning
Sourcing and Selection
Resume Collection
Online Communications
Applicant Tracking
Performance Analytics
Personalized Desktops - Candidate, Partner, Recruiter, Panelist
4. Ramco Systems – Ramco HRMS
Company Profile
Ramco Group is a well-diversified industrial conglomerate. The group has a turnover of
close to USD 300 + million and employs over 7000 people. Ramco Systems is a part of the
Ramco Group. Ramco’s Adaptive Enterprise Solutions, developed using Ramco VirtualWorks®,
a Virtual Software Factory, allow organizations to address their Unique & Next Practices over
and above
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standard Best Practices. Ramco VirtualWorks is a Process to Application Platform that
incorporates several breakthrough concepts (multiple patents filed), a first for an Indian Software
company.
Ramco is a global provider of Enterprise Solutions and Services in key areas such as
Manufacturing, Aviation, Asset Management, Trading & Logistics, Healthcare, eGovernance,
Banking & Financial Services, Corporate Performance Management and Human Resources
Management. It is also a Siebel Alliance Partner and provides CRM implementation services to
global customers.
Ramco provides Converged Networking Solutions, Information Security Services and
total Contact Centre Solutions. In the Factory Automation space, Ramco provides Engineering
Process Optimization solutions to the Cement, Chemical and Power sectors.
Product
Ramco HRMS
Ramco Human Resources Management Solution offers comprehensive functionalities
across the entire HRMS process spectrum. In addition, the product aligns itself seamlessly to ones
organization's process through its configurable structure, flexible design and powerful tools.
It is competency driven and architected to handle BPO needs. A comprehensive
component is also available for managerial/employee self-service and HR analytics.
HR Analytics - Perform, measure and plan
The solution's powerful drilldown and reporting capabilities help identify key data and
uncover critical trends. Ramco HR Analytics will help you answer these and much more,
enabling the HR department to be a strategic business partner for you.
Disciplinary Action - Conform to enterprise norms
Ramco HRMS provides a complete solution that enables to capture the misconduct of the
employee, enquire into this process and award disciplinary action.
Grievances - Enable a transparent organization
Ramco HRMS provides a mechanism by which employees can complain and address
their issues or "on-the-job" problems. These matters can be addressed in a timely and constructive
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manner.
Any work-related problems or issues can be set right, including conflicts or disputes amongst
employees, be it supervisors or coworkers. Their solution helps organizations to identify and
resolve disputes at an early stage with fair consideration to both sides.
Workforce Management - Knowing your employees
Ramco HRMS provides a comprehensive and integrated solution. It captures all
employee information pertaining to the employee's personal as well as employment related
information. Their module also helps to keep track of the assets in the organization. Vehicles,
furniture, accommodation that is leased, owned or rented by an organization are a few examples.
.
Employee Information - Knowing your people
An employee's personal details need to be captured once recruited.
The information recorded here includes:
Personal Information
Contact Information
Identification Information
Family Member Information
Competency Information
Qualification Information
Work Experience Information
Reference Information
Language Proficiency
Information on Hobbies
Military Service Information
Disability
Besides this you can view the summary of an employee's details at a glance, including:
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Identification details
Synopsis of Educational Qualifications that an employee holds
Current assignment details
History of assignments held within the organization before the current assignment
Latest promotion date
A synopsis of work experience information.
Employee Movements - Moving your human assets
Employee Movements in Ramco HRMS includes the following:
Promotion
Transfer
Promotion with Transfer (and vice-versa)
Separation
Rehire
Recruitment - Get the right person
Their comprehensive solution automates and accelerates the entire recruitment process
with its enriched functionalities across all steps/stages. It also helps in creating job requisitions.
This module helps capture the information details of a candidate transitioning into an employee.
With its extensive self-service applications, their solution allows you to connect and
empower all the key players in the hiring process:
Recruiters
Managers
Employees
Candidates
Staffing agencies.
They offer you a complete workflow, which enables you to provide key information for
all levels of the interview status.
Staffing - Get the right person
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Their comprehensive solution automates and accelerates the entire recruitment process
with its enriched functionalities across all steps/stages. It also helps in creating job requisitions.
This module helps capture the information details of a candidate transitioning into an employee.
It allows you to connect and empower all the key players in the hiring process:
Recruiters
Managers
Employees
Candidates
Staffing agencies- through extensive self-service applications.
Leave Management
.
Leave/Vacation management is an important although a time consuming activity for the
HR executive. Ramco HRMS eases the workload for the Personnel/HR department. It also aims
at the accuracy of information captured and processed.
It also provides information based on approved leave and employee availability to other areas
such as:
Time Management
Payroll
Employment Information.
Ramco Leave solution is completely business rule driven. It supports multiple choices/paths
through which leave can be applied. Some of them are:
HR User applying leave on behalf of another employee
HR User applying leave for a group of employees for the same leave types and dates
HR User entering leave applications for a set of employees for different leave types and
dates
Employees applying leave through self-service.
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Time & Attendance - Effective resource allocation
To facilitate this, Ramco HRMS has a comprehensive and flexible time management
business process, which helps organizations to effectively utilize its human capital. Ramco Time
Management helps plan and record the employee schedule and attendance against the planned
schedule.
The solution provides a simple and yet intuitive interface that helps to:
Schedule employees
Record their attendance
Calculate their normal working hours
Calculate any overtime hours.
Attendance Management - Effective resource allocation
Ramco HRMS Attendance Management solution involves:
Time Management
Leave Management.
Time Management helps to plan and record the employee schedule and attendance
against the structured schedule. Basically, the solution provides a simple and intuitive interface
that helps to:
Schedule employees
Record their attendance
Calculate their normal and overtime working hours.
Ramco Leave Management:
Enables an employee to take time off
Eases the workload of the Personnel / HR department by reducing the paperwork and
improving the accuracy of the information being captured and processed.
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Appraisal Management - Sophisticated performance management
Ramco HRMS provides an evaluation system that helps establish a formal process to
achieve the following goals:
To link the work of an employee to a group and department
To set objectives so that expectations are clear
To review the objectives period wise for updates, assistance and recognition
To reinforce positive work habits and ethics
To offer the employee information regarding professional development.
This system provides for team, self, functional and 360-degree appraisals.
Competency Management - Measuring and nurturing skills
Ramco HRMS makes use of the concept of competency to offer an integrated solution for:
Recruitment
Training
Performance management
Career and Succession planning
Other development processes.
The competency model in Ramco HRMS is completely flexible, enabling the users to
define their own values. It is hierarchical by nature and with its capability can inherit higher order
definitions. This method of organizing business processes using competencies produces
substantial benefits because they reinforce each other in the total system. The entire solution is
therefore very efficient and effective.
Training - Nurture your human capital
Ramco Training is agile, flexible and features rich solutions to address the complete
training needs of your organization. It also helps the transition of a training function from a
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calendar-driven role to a more strategic one. Employees in the organization require continuous
development in the competencies they possess so that they are able to perform well on their jobs.
The training solution enables covering the entire training process by:
Defining the training environment
Planning the training programs
Conducting these programs
Updating employee competency profiles.
Ramco Training also helps analyze aspects such as trainee performance, trainee
attendance, cost etc. Our training solution can be used for in-house training as well as for external
trainees.
Employee Development - Grow/scale your people
Employee development being strategic to the organization's requirements, they need a
solution that can comprehensively and flexibly address their needs. Ramco HRMS solution helps
manage the entire employee development process, which involves:
Defining and assessing competencies
Appraising the performance
Recommending suitable training courses
Managing the entire training process.
Ramco HRMS is completely competency driven. It enables definition of competencies at
the organization or department or position or assignment level. The solution helps in automating
competency gap analysis, which is provided as inputs to training. This is handled through a
comprehensive 360° appraisal process. The training solution enables this by comprehensively
covering the entire training process including:
Defining the training environment
Planning the training programs
Conducting these programs
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Updating employee competency profiles.
Compensation & Benefits - Keeping your employees satisfied
Besides compensation to employees by means of pay, other benefits are also important like:
Medical plans
Retirement plans
Health plans.
The administration of these benefits is a complex affair and can be easily managed
through Ramco HRMS. Ramco Reimbursements handles administration of Reimbursement of
employee expenditure. Reimbursement of expenses borne by the employees for official duties is a
common practice in many organizations. Ramco HRMS helps organizations to easily handle re-
imbursement and use this as an effective compensation tool. Some organizations also provide
other facilities like
managing the funds either as part of statutory regulations or as a goodwill measure. Organizations
also offer loans to their employees, which can also be managed effectively and easily through
Ramco HRMS.
Tax - Meet your statutory obligations
Ramco HRMS supports comprehensive employee income tax processing spread across
diverse locations. There is a provision to store information pertaining to investments made by an
employee to avail of tax rebate, based on local statutory governing rules. Ramco HRMS provides
a forecast of tax amounts deductible for the future periods. This helps the employee plan for his
taxes accordingly. The tax sub-system also provides a powerful stored procedure builder. This
enables definition and use of any kind of rule that influences tax calculation algorithms.
Benefits - Administer your employees' benefits
Ramco's Benefits solution enables organizations to administer the most complex benefit
plans with utmost ease. This is achieved through a complete business rule driven approach. Their
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solution seamlessly integrates with Payroll for premium deductions and features unlimited benefit
plans, rate tables, eligibility rules and COBRA. Some of the key highlights of the solution are as
follows:
Covers Health, Life & AD/D, Disability
Savings & FSA Plans
Flexible benefits / Cafeteria plan
Automated enrollment
Non-Discrimination
Testing
Cross Plan
Validation Multiple leave types - FMLA, Bereavement, Jury Duty, etc.
Vacation accrual - based on company policy.
Core Payroll - Simplifying payroll processing
.
Ramco Payroll as a solution is ideally suited for the requirements. It addresses in a
comprehensive and yet simple and flexible manner, all the areas of:
Compensation definition
Administration
Management.
The solution is designed to accommodate various unanticipated requirements such as a
change in statutory legislation that may involve revised calculation algorithms. Such revisions
can be easily incorporated with the help of a robust business rule builder that enables definition of
rules that affect pay. The Ramco solution includes facilities for:
Comprehensive tax processing
Retroactive compensation processing
Increment processing.
Succession Planning - Thinking ahead
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The succession planning feature in Ramco HRMS ensures that managers fill vacancies
created by promotions, transfers or separation. This solution creates a repository of information
that helps in filling vacancies that may arise in the future. For an effective and comprehensive
succession planning process, the system obtains information from career plans for the positions
available that need specific competencies.
Career Planning - Helping your employees to grow
Their Career Planning solution helps identify key employees, provide them with the right
opportunities within the organization and help them "Grow". Career Planning charts out the
evolution of an employee with respect to the functions and the position he is capable of handling.
It monitors employee career movement and is linked to succession planning. It can also be the
outcome of an appraisal process. It is therefore an effective tool in harnessing the potential of
your employees.
Salary Planning - Comprehensive tool for compensation processing
Ramco HRMS defines salary budgets for all levels. It has built-in rules for structuring the
salary for each individual and offers the following features:
It takes into consideration the organization structure, appraisal and compensation details
Option to link salary planning with manpower planning to get a complete scenario of the
compensation requirements during planning
Easy representation of the salary planning needs at each level in the organization
Any changes in the planned salary is reflected at all the levels above it through roll up
Built in rules for apportionment of increase of salary
Display external equity process to compare salaries with another organization or the
industry standards
Internal equity process to compare salary given to an employee within the organization.
Manpower Planning - Plan your most valuable assets
Ramco HRMS helps organizations plan for their present and future manpower
requirements. To enable this, their solutions capture data pertaining to existing and planned
recruitments. Planning has been made easy with the representation of manpower planning needs
at each level of an organization. Capturing these inputs from functional and line managers for
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their departments or sections facilitate enterprise-wide manpower planning. The system
subsequently gathers requests such as changes at the lowest level of planned manpower by
aggregating and reflecting at all levels through roll-up. It highlights the planned and actual
manpower and any variance due to changes in manpower. Budgeted changes in salary outflow are
also highlighted.
Planning - In order to help you plan for the future
The entire planning activity is facilitated within a specific period. You have the option to
generate unlimited plans before arriving at the final figures. Ramco HRMS provides a package in:
Manpower
Succession
Career.
5. LS Software – LS 360 Degree Appraisal System
Company Profile
LS Software Pvt. Ltd. is a diversified firm providing Customized IT solutions, BPO and
HR services. LS Software is the pioneer in providing outsourcing capabilities for 360 degree
appraisal service in India. LS Software's comprehensive suite of Human Resource Processing
Services can expertly perform part or all of your organizations HR function -- allowing you to
concentrate on generating further profit in your core business.
Their trained staff, sophisticated human resources tools, and state-of-the-art
telecommunication and computer systems can supplement or replace client-staffed systems. Their
HR solutions enable companies to improve HR services to their employees while reducing the
overall cost of providing these services. They apply best-in-class HR technologies and processes
to transform the way your company delivers vital services such as payroll, benefits, assessment
mechanisms, employee appraisal systems and training. They help you increase workforce
competencies and organizational performance through effective employee assessment, training
and development planning for employees.
HR Services
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LS Software provides a comprehensive suite of HR (Human Resource) Processing
Services. LS Software's HR wing provides the knowledge, technology and resources to perform
part or all of your organization’s HR functions, professionally. The company delivers vital
services such as payroll, benefits, assessment mechanisms, employee appraisals, employee
satisfaction surveys and training to employees. LS Software can help you increase workforce
competencies and organizational performance through effective employee assessment and
development planning and training for your employees. This includes the following features:
Workforce Training and Development
.
Analyzes training requirements to design and deliver training and development tools for
employees; includes our powerful LS 360 Degree Appraisal for active, assessment-based
learning.
Talent Solutions Consulting
.
Helps you increase workforce competencies and organizational performance through
effective employee selection, assessment and development planning.
Leadership Assessment and Development .
Assesses employee strengths and development needs against leadership competency,
providing guidance for employee and management efforts to maximize performance and
development. This service would utilize LS 360 Degree Appraisal for performance appraisal
and development planning; and for accelerating the assessment and development of leadership
talent.
Performance Management
.
Builds systems and processes that guide employee and management efforts to maximize
performance and development; includes LS 360 Degree Appraisal for multi-rater feedback,
performance appraisal and development planning.
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Employee Perception (Organizational Climate)/Customer Satisfaction Surveys
.
Their employee perception surveys and job/customer satisfaction surveys have shown a
direct correlation between employee's perceptions of their organization's culture and that
organization's ability to achieve successful outcomes, including increased productivity, lower
employee turnover and higher profitability.
Payroll Administration
.
LS Software provides solutions that satisfy the intricate payroll needs of today's large
organizations. The solutions can cover part or end-to-end payroll processing. In each solution,
they implement a precise fusion of people, processes and technology to ensure satisfaction among
both payroll executives and employees.
Product
LS360degree Appraisal System
This HR software of LS software focuses on only one function i.e 360 degree appraisal.
The main objective of the software is for
Reliable management evaluation / assessment
Improved organizational & personal training/development
Better team development
Comprehensive & reliable multi-channel feedback
Remuneration qualification
Better customer service
Promotion / layoff qualification
Reducing discrimination risk
Involving staff in developing their own manager.
The Benefits:
Provides multi-data points/opinions reducing performance appraisal errors and bias
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Increases employee and, in certain cases, customer involvement
Increases employee ownership of their managers' development
Increases management sensitivity to employee concerns
Allows honest feedback
Can be used for promotion qualification, assessment of skills, individual development,
etc.
Increases self-awareness
Encourages productivity improvement through better communication
Replaces occasional 'war story' performance appraisals with periodic sampling and data
Statistical tools utilized eliminates 'outlying data' and allows for trend analysis
Can be conducted remotely
Sales and profit improves because customers concerns are highlighted
Baseline data makes cross-departmental and multi-year comparisons more accurate
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Summary of main findings
Competition
We have already seen the different software’s and companies in HRMS. The
features or characteristics of each software are given in detail in the previous section.
Syntax’s eHRIS is compared with other competitor’s products, most of the features are
common in all the softwares but the few which were different are mentioned below:
Syntax’s eHRIS has a feature of goal setting process and employee self
assessment which are not there in TATA’s eDOTHR.
TATA’s eDOTHR has a feature of succession planning and competency
management which are not offered by Syntax’s eHRIS.
Ramco’s HRMS has feature of Grievance handling and MBO which are not
offered by Syntax’s eHRIS. Ramco’s HRMS also offers succession planning.
Wipro’s e-HR solutions has feature of competency management and MBO where
as Syntax’s eHRIS does not offer these features.
PeopleSoft’s Human Capital Management offers almost each and every feature
that is been offered by all the others.
The feature of 360 Degree Appraisal is offered by PeopleSoft’s Human Capital
Management, TATA’s eDOTHR, Wipro’s e-HR solutions, Ramco’s HRMS and
LS softwares are pioneers in this feature but Syntax does not offer this feature.
Investment scope and readiness to purchase in the identified verticals.
There are three companies who have said are ready to invest in Human
Resource Management Solution. The three companies are ‘Cross Domain Solutions
Pvt. Ltd.’ and ‘Orchid Informatics’ who are ready to invest, they may not invest
immediately but surely in future and ‘Deccan Aviation’ with employee strength of 1600
all over India may invest in this financial year and are looking for Recruitment module.
From these three companies ‘Orchid Informatics’ is small company with currently only
10 employees so
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Syntax has to check whether eHRIS would match ‘Orchid Informatics’ requirements and
budget, the modules mentioned by them are recruitment, internal management and
program co-ordination. ‘Cross Domain Solutions Pvt. Ltd. has employee strength of 180
and looks for employee management, performance appraisal and leave management
modules. ‘Pradot Technologies Pvt. Ltd.’ also has readiness towards investing in HRMS
but in the next financial year with a planned investment around 8 Lakhs.
Top verticals ready to invest in HRMS.
The verticals selected for this research were IT / ITES, Manufacturing and some
of the Corporate Offices in Bangalore. If these verticals are compared the response in
manufacturing vertical was not very good. Many manufacturing firms did not even have
Human Resource Department separately so it can be said that manufacturing vertical
would not be ready to invest but again it cannot be generalized for all manufacturing
firms in Bangalore as the sample size surveyed was also very small. But the IT / ITES
companies would be interested in investing in HRMS as some of the potentials clients for
HRMS are from IT / ITES vertical and the same way for Corporate also, there’s one
corporate office in Bangalore who are ready to invest in HRMS, but it cannot be said that
rest of the corporates would not invest in HRMS. So from the sample surveyed it can be
said that IT / ITES would be the top vertical which would be ready to invest in HRMS.
Potential clients for HRMS software.
The potentials clients for HRMS as mentioned in purchase readiness are ‘‘Cross
Domain Solutions Pvt. Ltd.’, ‘Orchid Informatics’ and ‘Deccan Aviation’. From the
research it was found that there are some other companies who could be considered as
potential clients even if they have not mentioned that would invest in HRMS but rather
are not sure of investing:
‘Ceramed Engineers (P) Ltd.’ from manufacturing vertical who have employee
strength of 40 and annual turnover of 4 Crores have plans of implementing but not
immediately. The important HR functions which they focus are salary and administration,
Recruitment and training.
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‘Pradot Technologies Pvt. Ltd.’ has plans of implementing HRMS and have
investment plan of 8 Lakhs and employee strength of 250 and would invest in the next
year. They would focus on modules like training & development, recruitment and
compensation.
‘Esika Infotech Pvt. Ltd.’ which is just a one month old company, probably one
year down the line they may think of investing into these kind of applications.
‘Tryarc India’ could be another potential one, but they already have one software
and are looking for software upgradation. Here the employee strength is 50 and annual
turnover is 21 Crores. Important HR functions according to them are recruitment, payroll
and policies implementation.
‘Compu Lease Network Pvt. Ltd.’ is planning to go for HRMS but after
expansion which are planning for in 4 months. Now their employee strength is 26 and
annual turnover is 3 Crores. They are planning to increase the employee strength and
project an annual turnover of 8.4 Crores. They focus on leave policy and performance
appraisal modules.
Priority requirements for an HRMS.
Recruitment - 24%
Training & Development - 16 %
Employee Management - 13%
Performance Management - 13%
Compensation & Benefits - 13%
Selection - 9%
Benefits & Administration - 7%
Employee Communication - 3%
Team Administration - 1%
Transportation - 1%
Travel Management - 0%
Attrition - 0%
Motivation Awards/Rewards - 0%
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Competition Analysis & purchase readiness for eHRIS ”
But again this cannot be generalized to all the companies in these
identified verticals. It differs from vertical to vertical and may also differ from company
to company. If we have a look at the potential clients each one may focus on different HR
function.
Annexure
Bibliography
www.hr.com
www.hrfolks.com
www.humanresource.com
www.syntaxsoft.com
www.peoplesoft.com
www.wipro.com
www.lssoftware.com
www.nasscom.org
www.tatainfotech.com
www.ramcosystems.com
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